Domestic abuse is a devastating personal issue, but its effects often extend into the workplace — which is partly why experts and advocates say employer support for employees experiencing domestic abuse is vital.
“Relationship abuse is often viewed as a personal issue, but its impact doesn’t stop when someone comes to work,” said Sharisse Kimbro, senior program manager at The Allstate Foundation, a corporate foundation based in Northbrook, Ill. One in four women and one in seven men in the U.S. will experience relationship abuse, according to the Centers for Disease Control and Prevention, indicating that “survivors are in every workplace,” Kimbro said. “They’re our colleagues, managers, and employees.”
Employee benefits, from financial assistance and mental health services to paid leave and flexible work arrangements, are one important way to provide that support.
“HR leaders need to consider not only which benefits are available, but also whether employees can access them safely and without unnecessary barriers,” Kimbro said.
Financial Benefits
Financial benefits can be particularly important for employees who are experiencing domestic abuse, Kimbro said, because financial abuse is a common form of domestic abuse.
“The impact is significant,” she noted, explaining that survivors say lack of access to financial resources is the number one barrier to their safety. “A supportive work environment can provide not only financial stability, but also access to benefits and resources that help survivors move toward safety.”
Financial abuse occurs when one partner tries to control, limit or restrict another partner’s ability to acquire, accumulate, or access financial resources, Kimbro explained. It can include limiting a survivor’s ability to access money, interfering with someone’s job, damaging their credit, or excessively monitoring their spending.
“We know that survivors need financial stability to reach safety,” she said. “Therefore, policies such as emergency pay advances or the ability to split paychecks can provide life-saving support.”
Employers can also consider emergency funds or emergency financial assistance, hardship funds, and referrals to nonprofit financial counselors.
Mental Health Benefits
Employees experiencing domestic abuse may need access to counseling, behavioral health treatment, or other support for the emotional effects of abuse. Employer-sponsored health plans and employee assistance programs can be an important starting point.
HR teams should make sure employees know how to access these resources and understand the applicable confidentiality protections.
Leave and Flexibility
An employee experiencing domestic abuse may need time away from work to attend medical appointments, consult an attorney, meet with an advocate, seek housing or address an urgent safety concern. They may also need temporary changes to their schedule or work location.
Flexibility is important, Kimbro said, whether it’s “flexibility in work location, schedules or paid time off from work to address safety-related needs.”
Paid time off, sick leave where permitted, personal leave and flexible scheduling can help employees manage these demands. Depending on the circumstances and applicable law, employees may also qualify for job-protected leave or other workplace protections. HR teams should review applicable state and local laws, which may provide leave or other protections for employees experiencing domestic violence, sexual assault, stalking or related circumstances.
Other Resources
While employee benefits are an important component of workplace support, employers can also consider other resources. The National Domestic Violence Hotline provides guidance, educational resources, and referrals. And Allstate Foundation’s Survivor Empowerment Network brings together employers interested in developing survivor-supportive workplaces and provides guidance and opportunities to learn from other organizations.
HR leaders can use resources like these to inform their own policies while tailoring any changes to their workforce, existing benefits, and applicable legal requirements.
Also important is regularly communicating about benefits that can support employees, Kimbro said.
“Many organizations already offer resources that could support survivors, but employees may not know they exist or how to access them,” she said. “It’s important to make information easy to find and navigate. Sometimes it’s not about implementing new policies or programs, but making the existing resources or benefits more accessible, ensuring confidentiality and being compassionate to employees’ needs.”
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